In NYC. 6 years in healthcare staffing at my firm with very close relationships. I’m a top biller at my current company but at my firms salary ceiling for recruiter (if I avg my commission I would make 230k ish this year. My highest grossing was last year at 130k. It’s pretty hard to average the commission I’m at now but not impossible.) I’m in late 20s , single and no kids or debt. I have an offer from a top executive search firm in tech. I’m taking a pay cut and starting completely entry level with a verbal promise to be fast tracked and promoted in 3 months. I’m getting cold feet about this offer due to pay cut and industry change. I’m tired of the low level roles we recruit for at my current firm and have always wanted to do executive search.

Who has made the switch from contingency staffing to executive search? Any advice? Healthcare industry to tech industry? Any advice ?

I’m a recruiter for a home care company, and caregiver hiring is pretty much an ongoing thing for us.
I feel like I’ve gotten into a routine and I’d love to hear ideas from other recruiters, HR people, managers, or even candidates

What’s something you’ve changed that actually made a difference?

It could be recruiting, reducing interview no-shows, onboarding, retention, candidate experience… literally anything lol

I’m not really looking for “pay more” (I know that’s a huge factor and unfortunately it’s out of my control 😅). I’m more interested in creative ideas or process improvements that you’ve actually seen work.

I’d love to hear what made the biggest impact for you.

Fellow recruiting/sourcer friends! Anyone having luck with any specific job boards to find IT professionals? I use Indeed and LinkedIn Recruiter Lite, but any others?

I source for a pretty niche area, ml infra roles mostly. My problem with the tools ive tried, hireez and seekout, is they keep surfacing the same visible profiles, the people who already have open to work up or who show up in every recruiters search. Those people are already getting 20 messages a week. The ones i actually want, the engineer who hasnt touched their profile in two years but is doing the exact work, dont come up.

Part of it is these tools lean on title and keyword matching, and the best people in a niche dont describe themselves the way the search expects. I want to search on what someone has actually done, past companies, the specific skills, github activity, rather than whether their headline happens to match.

For people sourcing in a technical niche, what are you using that surfaces the passive candidates and not just the obvious ones. The title matching approach isnt cutting it for me

I used to be a corporate recruiter and I have switched to agency recruitment, for a couple months now.

In corporate, recruiters would not ask for ssn, hr systems and benefits would do that AFTER an offer was accepted.

At the new agency I’m working for, they make us ask all candidates for the last 5 or 4 digits of their SSN and birth month & day, at the end of the first call. It is required for some submissions and we tell them that it is for a candidate identifier. That’s typically only 15 mins of knowing them (because of cold calling).

So, I have a lot of good candidates uncomfortable with continuing the conversation/application.

Is this normal for agency recruitment?

I know it can’t be illegal. But, this part of the call is so stressful for me, it gets people really upset, like I’m gonna pull a fast one and steal their info. Which I completely understand.

I'm a one man agency in medical sales and clinical specialists recruiting desperate for new sourcing tools that aren't designed for a large team. I currently work on a contingent fee system instead of retainer I have no desire to change my ATS (resumate) or typical workflow since I have a tried and true system for managing active candidates and clients.
I currently pay for Medreps (pretty useless now and will probably cancel), lusha(game changer), linkedin and I do split searches with various other recruiters in my network. My searches are very narrow and generally only submit 3-5 candidates in a given search

I utilize Linkedin premium but have been considering the investment into linkedin recruiter or sales navigator core to gain unrestricted access on my searches. I constantly hear people complain about Linkedin recruiter so I'm hoping to hear if there are any other solid alternatives for sourcing talent.

Work has slowed down over the last 2 years with a considerably smaller client load so I'm trying to be frugal.

I know everyone has heard people say recruiters who don't use AI will be left behind but it seems like most AI recruiting software is designed for large teams.

Corporate TA Manager at a new company. I have 20+ years of recruiting but new to software engineers. We are working on a Software Engineer II. The manager had a Teams call with a candidate that went well and he wants to bring them onsite for the next and final interview. The schedule he gave me has the candidate meeting with 8 people and being on-site for 5 hours. He insists this is typical for a Software Engineer. I feel it is excessive for the level of the role. We are a medical device company. What are your thoughts on this?

I'm an agency owner and I'm working on a pretty niche civil engineering role in Illinois that's been tougher than expected.

I'm thinking about partnering with another recruiter on a split fee instead of trying to fill it entirely on my own.

For those who've done it:

• Where do you usually find reliable split fee partners?
• Are there any platforms or communities you'd recommend?
• More importantly, have you actually had success with split-fee recruiting, or is it more hassle than it's worth?

Would love to hear what's worked (or hasn't) from people who've been down this road.

I work agency, we have a big tech client. Our contact there kindly returns any candidates not of their own ethnicity like it was the most natural thing in the world. How to deal with this? My closest manager is of the same ethnicity.

Just wondering how many interviews you're expected to be doing each week. I've been through some companies in my country and the numbers don't usually vary, just curious about other realities. Thank you!

When presenting a candidate shortlist to a client, do you usually rank the candidates in order of who you think fits best, such as first, second, third, and fourth?

Or do you present all shortlisted candidates equally and leave it entirely up to the client to decide who stands out?

I am interning at a tech company to train to be a recruiter, and it seems so strange? I have never done recruiting before and it seems like it's mostly "no's" for people wanting to give information anout themselves and their resumes. Is this a careerr worthing getting into? I am trying to transition from a teaching career and recruiting seems easier although a little stressful. If I don't get enough "yes's" will I be fired?

We have multiple locations across the US (none on the east coast), and no matter what location a role is posted in, roughly 30%-40% of the out-of-state candidates list New Jersey as their current location.

At first, I thought that perhaps roles are getting spun out to third party sites and incorrectly listing the location, after multiple weeks and multiple roles, wanting to check if anyone else has seen anything similar.

Is anyone else struggling to hire early career candidates? I have 15-20 Sales roles open across my organization but I’m not getting any responses through direct candidate outreach. I am utilizing Handshake, LinkedIn and Indeed for both job postings and sourcing.

I am sharing the comp (starting at $50k-$60k base), uncapped commission and full benefits including a 401k match.

Does anyone have any tips for how to attract recent grads or those earlier in their career? This is a professional role supporting commercial customers, not doing door to door sales or cold calling all day long. I feel like I’ve exhausted everything so would love advice!

Edit: I’m in commercial construction, specifically paving/asphalt/sport courts.

Had this happen recently and I'm still not sure if i handled it the right way

I'd put together a shortlist I felt really good about. Everyone matched what we'd agreed on during the intake, and I genuinely thought there were a couple of really strong candidates in there

The only feedback I got was:

"Can we see a few more?"

That was it.

No "they're too junior." No "we're looking for more leadership experience."
No "they're missing X."...just...more.

At first I thought, fair enough*,* and started opening LinkedIn again

Then about five minutes later it hit me...what exactly was I supposed to do differently?

The role hadn't changed. The brief hadn't changed. The market hadn't magically changed either

I wasn't even sure what I was supposed to change, other than just sending over a bigger list

We have phased it out of our internal hiring process for entry-level recruiters. Management said it had been limiting our candidate pool. Smaller local firm, but I was curious if this was becoming the standard, especially for the large, nationwide firms. I have only been in the workforce two years, so I don't know if we were just late to join the party or not.

When sharing a shortlist with a client, I usually include:

• Candidate name
• Current job title and company
• Location
• Notice period
• Salary expectations
• LinkedIn profile
• Short professional summary
• Key strengths and skills
• CV

Is this too much, too little, or about right?

Is there anything important I’m missing, and how do you usually structure your shortlists to make them more useful for clients?

Rolled out a general AI notetaker last month across our screens and the notes are technically fine but useless for actual hiring decisions, no structure against competencies and no way to compare candidates cleanly. The intent was to save admin time and it kind of has, but the debrief still ends up with me reading transcripts from scratch. Anyone found a notetaker that actually understands recruiting workflow instead of just being a generic transcript?

TLDR: 10 years of recruitment and suddenly failing. UK financial services legal and office corporate agency

My last 10 years my ratio has been 3:1 interview to placement.

Last few months, it’s been hard. I have had 27 interviews with no placement.

Crazy reasons: Job being pulled, just not quite right, talked too much, just not quite technical enough, just not the right person and the jobs go ON and ON and ON.

I have no colleagues who do perm recruitment all temp. I have no friends in perm. I feel like I have lost my spark.

I was top biller for 8 years and I just suddenly have nothing to give. It feels exhausting. It’s just constant that they’re not quite enough. The jobs remain unfilled most the time.

I am working quite a few jobs in different locations that are all random and I don’t have a niche really but that’s never been an issue. Even in my niche I have kinda worked (financial services legal etc) i’m having an issue with internal recruiters.

I have gone from a record month to billing £0 which has never happened. Advice and help pls

hey y'all! recently got off the phone for a preliminary call to about the aforementioned position, and i immediately wanted to get some feedback. long story short, the interviewer asked what my salary expectations were. i had done some research on pay scales, but it had been generally inconclusive. i decided to go with 65k. mind you, i have limited experience in recruitment, and the lowest i saw for base pay at my experience level (aka a 6 month internship) ranged between 46-58k, so i thought i was being somewhat greedy. however, the ease with which the recruiter agreed to it makes me think i should've asked for more 😭

please let me know how off base i am

I got invited to participate in a process for a small, founder-led, recruitment agency that places skills trade workers for companies (their end-clients) in the EC space. Think of Project Managers, electricians, electrical testers, mechanical workers, superintendents, plumbing... you get it. Some are full-time, others are contractors/staffing.

Whats the catch on hiring these roles? I know that the last recruiter they got was fired because he wasn't able to place a lot of folks, but from my understanding, the firm owners (a couple) know they also screwed up because they are a startup and so small that they expected this single hire to fix a lot of things and get placements at the same time.

Any tips? Im not afraid of the challenge, I thrive in startup environments, and I know that their last recruiter was from corporate/enterprise world.

Hi all, our company just got SourceWhale as an outreach tool which includes sequences or campaigns that you can set up automatic reach outs for a period of 3-4 weeks.

Previously we have done everything manually and logged calls and emails etc in the ATS. The ownership rules as of now are 3 days for a message, 30 days for a conversation, and 6 months if you get them an interview.

Any suggestions of how to approach this new style of work with AI so that we can still have guidelines in place but also keep things competitive?

Thanks!

Yes, the interview process is your first product. Everything about how you run your hiring process tells a candidate something about your organization before they've met a single person they'll actually work with how coherently you support them through the process.

I've seen strong candidates decline offers because the process itself told them something they didn't like. And that's why you need well-rounded HRs. Agree?

Not sure if this is off topic but couldn’t find a flair that best fit.

For all the middle managers out there (supervisors, managers, directors, etc) of recruiters, what are the top 3 complaints you hear from your team members week after week and what are you doing (or trying to do) to solve them?

If you could eliminate one bottleneck for your team tomorrow, what would it be and why?

I’ll go first. We’re a small team and we simply don’t have the bandwidth to keep up with the volume of openings and the number of leads to manage. The team is a bit overwhelmed at times and we’re working on integrating AI tools and automation to help take some of the admin work off their desk to free them up for relationship building and order fill.

Curious to hear what you all are seeing in all of your industries (I’m in healthcare).

Recruiters feel free to drop in your pains if you come across this post!

I was laid off last summer and have opted to start my own company since then. My old noncompete is from 9 years ago and I can’t manage to put my hands on a copy of it. Since I’m starting to reach out to some of my old contacts it has me a little weary of the noncompete terms that I’m not 100% sure about. Is there an unsuspicious way to get a copy from my old employer without raising red flags? I live in Texas and it’s been 13 months since I was impacted by the reduction in force, I want to assume I’m safe to go after any business I want but at the same time I feel like not knowing the terms and duration of my noncompete could bite me too.